Thesis
Line managers’ role in the effective implementation of voice-related HRM practices in public sector contexts : the case of public utilities in Malawi
- Creator
- Rights statement
- Awarding institution
- University of Strathclyde
- Date of award
- 2025
- Thesis identifier
- T17581
- Person Identifier (Local)
- 202088264
- Qualification Level
- Qualification Name
- Department, School or Faculty
- Abstract
- This thesis explores the factors influencing line managers’ role in facilitating high quality voice-related HRM practices within an organisational and national context – the African public sector. Earlier research on HRM implementation and employee voice has established the facilitative role of line managers; yet this has mostly ignored the influence of context. This thesis argues that it is also important to deepen theorisation and incorporate the multiple layers of context at the organisational, public sector and wider national level. The thesis, therefore, seeks to explore the factors, within the public sector organisations of an African context, which influence line managers’ role in facilitating high quality voice-related HRM practices. The empirical study employed a national case study methodology in which multiple sources of data were utilised. This involved semi-structured interviews with 35 line managers, senior managers and HR personnel, drawn from two Malawi public sector utility organisations. The Questerview’ method was also utilised in which a questionnaire was used as part of the interviews. Additional data was drawn from organisational documents such as conditions of service, performance assessment forms, job descriptions and training plans. The findings revealed that voice opportunities in public sector organisations were limited to individualised and management-led voice channels namely, non-union grievance procedures, meetings, WhatsApp, Phone calls and written communications. These mechanisms, however, appeared to be limited by the divergent interests of management who held promotive voice intentions and employees with remedial voice intentions. With remedial intentions, employees preferred voicing individual issues outside management-led mechanisms to senior managers, HR, and unions by anonymous means. Line managers’ roles in closing the ‘voice gap’ were shaped by an interlay of organisational, public sector and Malawi national cultural context. The thesis’ primary contribution is to challenge HRM’s unitary conceptualisation of employee voice while suggesting consideration of the conflicting nature of employment relationship. Second, it offers a quasi-ideal type of HRM implementation by providing a clear account of the role of line managers and that of other actors in the implementation of voice-related HRM practices. Lastly, it challenges HRM’s universality of context arguments by showing the importance of multi-level national context shaping HRM implementation. The thesis also contributes to management practice through offering people management approaches in a non-western context.
- Advisor / supervisor
- Scholarios, Dora
- Briken, Kendra, 1972-
- Resource Type
- DOI
Relations
Contenu
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PDF of thesis T17581 | 2026-02-02 | Public | Télécharger |